With a marketplace where it is competitive to hire top-quality workers, it is important to have your entire hiring process updated, professional, and friendly. It starts from the time a prospect looks at your website, or LinkedIn and Facebook pages. In media, we are all about enticing listeners, viewers, or readers, but don?t put such emphasis on potential job seekers.
Ever wonder why companies such as Google, the number-one top business people want to work for in the US, don?t have a hard time hiring? They attract quality workers by the thousands. They promote what a great workplace they offer to attract the cr?me de la cr?me. They continually share with the world, via articles and interviews with key executives, about the practices they offer to attract, hire, and retain top talent in a variety of departments. They have built a solid reputation where job seekers know they will be treated well, have room for growth, that they are with a company that invests in both training and new ideas, and they encourage having fun on the job. They make it easy for their staff to put in long hours by having on-site caf?s, rest areas, exercise rooms, and nice outdoor areas to refresh minds; by offering offices where people want to come in every day, energized and ready to be productive.
I am not saying that all companies need to put in a nap room and ping-pong table, but am stressing how crucial it is for people in your markets to know what kind of employer you are and why someone should want to work there.
Here are some things you can do to get local talent to take notice of you as an employer:
1. Have a ?Career? page on your website where a job seeker can learn a lot about your company, including growth potential, training, benefits, fun stuff, etc.
2. Insert videos on your website where your management team can discuss culture and happy employees can share why they enjoy their job.
3. Research what other ?attractive? companies are doing to be listed as ideal companies to work for.
4. Do some bragging. Involved in local charity work? Special perks? Awards for excellence? Invest in your team? Training? Community involvement? Talk about it!
5. Show what growth potential you have ? share a story about a rookie who rose to the top.
6. Be a kind, considerate, interested interviewer when talking with anyone who has interest in your company. Go the extra mile to help people, as that can get around.
7. Follow up with people who have reached out. A few seconds of response time can go a long way.
We have been recruiting for almost 22 years. Trust me, when a company has a good reputation, it makes our job so much easier.
Laurie Kahn is Founder and President of Media Staffing Network and can be reached at 480-306-8930 or via e-mail at firstname.lastname@example.org. Visit the Media Staffing Website www.mediastaffingnetwork.com
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